Los Angeles Workplace Harassment Attorneys

Common Examples of Workplace Harassment

Workplace harassment can take many forms, some obvious and others more subtle. Common examples include:

• Verbal Harassment: Offensive jokes, slurs, insults, or derogatory comments about a protected class
• Physical Harassment: Unwanted touching, intimidation, or physical threats
• Visual Harassment: Displaying offensive images, emails, or posters in the workplace
• Sexual Harassment: Unwanted sexual advances, requests for sexual favors, or inappropriate comments. Sexual harassment may involve quid pro quo conduct, meaning a supervisor conditions a job benefit on submission to sexual demands, or it may involve a hostile work environment created by severe or pervasive conduct.
• Cyber Harassment: Harassing messages via email, chat platforms, or social media
• Retaliation: Punishing an employee for reporting harassment or participating in a workplace investigation

What to Do After Workplace Harassment

If there is an immediate threat of violence, safety and emergency assistance come first.

When it is safe and appropriate to do so, consider the following:

• Document Everything: Keep a record of dates, times, locations, what was said or done, and the names of any witnesses
• Preserve Evidence: Save relevant emails, messages, screenshots, photographs, and voicemails before they are deleted or inaccessible
• Report Internally When Appropriate: If you feel safe, report the conduct through your company’s designated channel, such as HR or a compliance hotline
• Pause Before Major Decisions: Consult with a workplace harassment attorney before resigning, signing a release, deleting records, or confronting a powerful decision-maker

At Holtz Matthews LLP, our Los Angeles workplace harassment attorneys identify risks early and provide structured guidance through negotiation and litigation. We explain what each option means for your situation in practical terms, without legal jargon.

California & Federal Laws Covering Workplace Harassment

California Fair Employment & Housing Act

The California Fair Employment and Housing Act (FEHA) offers broad state-level protections. For employment discrimination claims, FEHA generally applies to employers with five or more employees. For harassment specifically, California law prohibits it in workplaces even when the employer has only one employee or the worker is an independent contractor. Workers generally have three years from an alleged discriminatory act to file a complaint with the California Civil Rights Department (formerly known as the Department of Fair Employment and Housing), though deadlines can vary by claim. Before bringing a civil case under FEHA, a worker typically must first file with the California Civil Rights Department. You may also request an immediate right-to-sue notice rather than waiting for the agency’s investigation to conclude.

Federal Law

At the federal level, Title VII of the Civil Rights Act of 1964 prohibits workplace harassment based on race, color, religion, sex, and national origin. Title VII generally applies to employers with 15 or more employees.

Additional federal protections include:

• The Age Discrimination in Employment Act (ADEA), which generally covers employers with 20 or more employees
• The Americans with Disabilities Act (ADA)

Federal filing deadlines can differ from California deadlines and may depend on the specific claim and jurisdiction. The California Civil Rights Department and the Equal Employment Opportunity Commission (EEOC) operate under a worksharing agreement for certain complaints. California and federal law differ in their coverage and available remedies. We can evaluate which frameworks apply to your circumstances and build a strategy accordingly.

Who Can Be Held Liable for Workplace Harassment?

Liability in workplace harassment cases depends on who engaged in the misconduct, the employer’s knowledge or control, and how the employer responded to complaints.

Potentially liable parties include:

• Employers: Under California’s FEHA, a company is strictly liable for harassment by a supervisor, meaning liability attaches regardless of whether the employer knew about the conduct or whether a tangible job action resulted.
• Coworkers: An employer may face responsibility for coworker harassment when it knew or should have known about the conduct and failed to take prompt and appropriate corrective action
• Third Parties: Customers, contractors, and other non-employees can create legal issues when the employer has control over the situation or fails to respond appropriately to reported misconduct

The full record, including the nature of the conduct, the workplace context, and the employer’s response, matters when assessing whether harassment is unlawful and who bears responsibility.

Compensation Available in Harassment Cases

Depending on the facts and legal claims involved, workers who experience unlawful harassment may be entitled to various forms of relief.

Potential remedies can include:

• Lost Wages: Compensation for missed income due to termination, demotion, or reduced hours
• Lost Benefits: Recovery of benefits tied to the employment relationship
• Emotional Distress: Damages for anxiety, depression, and psychological harm
• Medical Expenses: Costs related to therapy or treatment
• Future Earnings Losses: Compensation for diminished earning capacity when applicable
• Punitive Damages: Damages that may be available in cases involving particularly egregious conduct
• Reinstatement: Returning to your previous position if applicable
• Attorney’s Fees & Costs: Recovery of legal expenses

The availability and amount of any remedy depend on the specific legal claim, the evidence, the employer’s conduct, the losses you’ve suffered, and procedural requirements. A case may resolve through settlement, mediation, an administrative proceeding, or trial, each of which can involve different forms of relief and different timelines.

At Holtz Matthews LLP, we work to hold employers accountable and pursue compensation for unlawful workplace conduct. We handle cases on a contingency-fee basis, meaning we collect legal fees only if compensation is recovered.